Business Analysis and Requirements Management

APV is a mission-driven powerhouse transforming organizations through advanced technology. The Senior HR Business Analyst plays a pivotal role in driving human capital analytics and implementing strategic HR programs, leading complex studies to inform policy and operational strategies.

Responsibilities:

• Lead the design and implementation of human capital analytics strategies that align to organizational priorities and mission support needs
• Translate leadership questions into analytic approaches, success measures, and implementation of roadmaps (scope, milestones, deliverables, risks, governance). Establish standard definitions and frameworks for workforce and HR measures (e.g., hiring, attrition/retention, performance, capacity, skills, time-to-hire, onboarding, awards/recognition, training participation)
• Advise HR and leadership stakeholders on Federal human capital options, flexibilities, and approaches to resolve complex issues and improve outcomes across HR service areas (e.g., staffing, classification, compensation, performance management, employee/labor relations, benefits, and workforce planning). Support human capital planning and alignment efforts by conducting assessments, developing recommendations, and driving implementation activities
• Design and execute comprehensive studies and analytic projects using HR and human capital datasets; synthesize findings into clear, decision-ready recommendations. Conduct trend analysis, root-cause analysis, segmentation, and scenario/impact analysis to support program decisions
• Produce executive-ready materials such as analytic briefs, summaries, decision memos, and implementation updates
• Extract, interpret, and validate HR and payroll data from Federal systems and sources, with demonstrated proficiency using National Finance Center (NFC) and/or Interior Business Center (IBC) data structures and data points
• Lead and mentor analysts and data staff in executing analyses, developing products, and meeting delivery standards
• Provide quality reviews of analytic outputs (queries, datasets, calculations, interpretations) to ensure correctness, clarity, and usability
• Train team members on analytic methods, HR data interpretation, and tool usage to strengthen delivery capacity and consistency
• Identify and implement improvements to data processes, analysis methods, and documentation standards to increase efficiency, reliability, and repeatability
• Establish SOPs and reusable templates for data pulls, analysis of workflows, and reporting packages

Requirements:

• 7+ years of progressively responsible experience supporting Federal HR and human capital initiatives, including direct experience delivering human capital analytics and supporting program implementation
• Demonstrated ability to independently lead projects end-to-end and deliver results in complex, stakeholder-heavy environments
• Proven experience leading or mentoring analysts/data staff to deliver analytic products and workforce initiative outcomes
• Strong executive communication skills: ability to translate complex data into actionable insights, recommendations, and decision support
• Interior Business Center (IBC) and National Finance Center (NFC) proficiency demonstrated ability to work with Federal HR/payroll data outputs, data points, and structures
• Advanced Excel: pivot tables, complex formulas, data validation, data transformations, and analytical modeling
• SQL proficiency: writing and optimizing queries, joins, aggregations, filters, and basic performance troubleshooting
• Experience using data tools/software for analysis and reporting (e.g., database tools, reporting platforms, HRIS reporting utilities, or similar analytic software)
• Strong data analysis capabilities: trend analysis, segmentation, reconciliation, data quality assessment, and translating findings into recommendations
• Former Federal employee or extensive experience supporting DHS or other Federal HQ/component HR organizations
• Experience conducting policy or impact analysis related to Federal human capital programs (e.g., staffing/classification/compensation impacts)
• Familiarity with change management methods and translating analytic insights into adoption and implementation plans